Thank baby Jesus, there’s a strong business case for building inclusive organizations.

For example, the most gender and ethnically diverse executive teams are 25% and 36% more likely to have above-average profitability than their less diverse counterparts respectively.

You may think that we’re rushing to fill the gender and ethnic gaps in our companies then, but that’s not the case. For minorities, it’s still harder to find a place in our organizations and advance their careers.

Maybe because hiring for demographic diversity is not the same as being inclusive. If you value inclusivity, you don’t need a business case to put it into practice; the moral case should be enough.